Albania

INDICATORS OF THE QUALITY OF WORKERS’ RIGHTS 2025

Edison Hoxha

1. EMPLOYMENT OPPORTUNITIES

1.1 Legal foundations of the rights of workers

Labor Rights in Albania are regulated by the Labor Law, which is based on the Constitution of the Republic of Albania and international standards.^[1]

The Labor Law was adopted in 1996 and has undergone several amendments. Notably, changes occurred in the year 2003 and 2015. The 2015 amendments were substantial and aimed at aligning the law with the European Union acquis. These changes improved workers’ rights in many aspects.

The most recent amendments to the Labor Law were adopted at the end of July 2024. Among these changes, the annual leave entitlement for workers was adjusted from ‘not less than 4 calendar weeks’ to ‘not less than 22 working days.’ Additionally, the right of workers to take annual leave for periods shorter than 7 days was made more flexible.^[2]

A notable feature of these recent changes is that neither the workers’ unions nor the employers’ associations were consulted or invited to discuss these amendments. This contrasts with the 2015 amendments, which involved extensive consultations with various stakeholders. Moreover, the recent changes were not even discussed in the National Labor Council meetings, the highest body of tripartite social dialogue at the national level, as required by law in such cases.

In addition to the Labor Law, which regulates employment relationships for more than 90% of workers in Albania, there is another crucial law for employees: Law 152/2013, “On Civil Servants”.^[3] This law primarily regulates employment relationships for workers who hold public functions in state administration institutions, independent institutions, or local government units, excluding elected officials and those with political functions. This specific regulation has been in place since 1999, when the first law on civil servants was adopted. Employees in this category are selected through a competitive procedure and enjoy stronger legal protection. A notable characteristic is that in cases of wrongful dismissal, these employees have the right to return to their previous position through the court, which generally does not occur under the Labor Law, except in some exceptional cases. In line with international commitments, Albania has ratified all the fundamental conventions of the International Labor Organization (ILO), including those on non-discrimination, forced labor and equal treatment. These international commitments constitute the legal basis for building a sustainable and socially just work system.

1.2. General situation on the labour market

According to the Quarterly Labour Force Survey (QLFS) conducted by the Institute of Statistics of the Republic of Albania (INSTAT), the data for the general state of the labour market for the 2024 for the population aged 15-64 are as follows:^[4]

• the employment rate is 68.6%;
• the official unemployment rate is 9.4%;
• the labour force participation rate is 75.7%;
• long-term unemployment remains high, counting for approximately 60% of total unemployment, while informal employment continues to cover over 30% of the labor market.

The labor market in Albania during the past year has shown trends of moderate employment growth, but with notable challenges in job quality. In sectoral terms, employment in services continues to dominate with 49% of employees, followed by agriculture with 31% and industry with 20%. The public sector retains about 18% of total employment.^[5] The total number of people employed in Albania averaged 1,057,383 people in 2024, according to the INSTAT.^[6] This total employment figure includes employees (wage earners), self-employed persons, and contributing family workers. The public sector retains about 18% of total employment, 20% in industry, 31% in agriculture and 49% in services.^[7] Yet by end-2024 only 739,000 people were active social insurance contributors (ISSH), indicating substantial informality and contribution gaps that weaken social protection coverage and long-term pension sustainability.

1.3. Other important issues

For the procedure of generalizing the data from the Labor Force Survey, the population used is estimated based on the 2011 Population and Housing Census results, even though at the end of 2024 the new National Census was completed, the results of which are expected to be used in the 2025 publications.^[8] This reliance on outdated data has affected the accuracy of labor participation indicators and the real assessment of informal employment, which often remains underestimated.^[9] In addition, the structure of demographics of the working-age population is changing significantly. The decrease in births and the increase in immigration have led to a contraction of the active labor force, increasing the pressure on the social security system and on the stability of the labor market itself.^[10]

Employed individuals are considered those who performed work, even for just one hour, for pay or compensation during the reference week. The reference week is the calendar week from Monday to Sunday prior to the date of the interview.

2. ADEQUATE EARNING AND PRODUCTIVE WORK

2.1.Basic data on earnings

Monthly wages for the year 2024 are as follows:

• the average net monthly wage was 63,300 ALL (app. 629 €);
• the average net monthly wage for an employee in the public sector was 75,900 ALL (app. 754 €);
• the average net monthly wage for an employee in the private sector was 63,900 ALL (app. 635 €);
• the approved net minimum wage is 35,520 ALL (app. 353 €). However, the Albanian government has announced that, starting from January 1, 2026, the mandatory statutory minimum wage will increase from 40.000 ALL gross to 50,000 ALL.
• average net median wage was 49,200 ALL (app. 489 €);
• according to the global network Clean Clothes Campaign in 2021 in Albania the living wage was 104,980 ALL (cca. 1042 €). It should be noted that due to rising inflation, the living wage is now significantly higher, but more recent data is currently unavailable;^[11]
• if we stick to the existing data on the living wage from 2021, we can say that the ratio of the living wage to the minimum wage was 1:2.9 (minimum wage covered 33,87% of the living wage);
• the ratio of living wage to the median wage was 1:2.1 (median wage covered 47% of the living wage);
• economic activities offering a higher average gross monthly wage than the national average are finance and insurance (app. 105,300 ALL net or 1,045 €), and information and communication technology (app. 96,400 ALL net or 957 €) sectors.^[12] Data shows that the lowest wages are in the sector of agriculture (app. 37,500 ALL net or 372 €) and in textile industry (app. 42,600 ALL net or 423 €).^[13]

2.2. Other important issues

According to the INSTAT analysis, the average net income per household has increased by 7.1%, while food and housing expenditures have increased by over 10%, which shows that the real benefit from wage growth has been neutralized by inflation.^[14]

The most affected groups are women, young people under 30 years old and workers in the fashion and construction sector, where employment often does not provide minimum living standards.^[15]

From a social perspective, low-wage employment and informality continue to negatively affect the quality of life and citizens’ trust in employment institutions.^[16]

According to an ILO report on Southeast Europe (2024), Albania ranks among the countries with the highest percentage of informal employment, comprising about 32–35% of the workforce.^[17]

In comparative analysis, the increase in wages in Albania has brought a nominal, but not real increase in welfare.^[18]

Risk of Being Poor

• The at-risk-of-poverty rate for Albania in 2024 stands at 19.2%, according to the AANJ 2024 survey, experiencing a decrease by 0.6 percentage points compared to the revision data of 2023.
• The at risk of poverty threshold for a one-member household in 2024 was set at 324,336 ALL (app. 3,221 €) per year, meaning 268.5 € per month.^[19]

3. DECENT WORKING TIME

3.1. Basic data on working time

According to the Labour Law of Albania:

• the normal daily duration of work is no more than 8 hours. For workers under 18 years old, it is no more than 6 hours;
• the normal weekly duration of work is no more than 40 hours;
• the maximum weekly working duration is no more than 48 hours;
• the minimum daily rest is no less than 11 hours without any interruption;
• the minimum weekly rest is no less than 36 hours including 24 hours without any interruption;
• the minimum duration of annual leave is no less than 22 working days.

The 2024 amendments to the Labour Law further clarified some important provisions for remote work and flexible hours, which have become increasingly important following the rise of online work in the private sector and public administration.

3.2 Additional Information on Working Time

According to the Labour Law of Albania overtime is done when circumstances require it, as far as possible and necessary, while also considering the employee’s personal and family conditions.
Overtime work must be compensated at a rate of no less than 125% of the regular wage, while for work during weekly holidays or official days, the compensation must be 50% above the regular wage.

However, the State Labor Inspectorate reported that during 2024, in 63% of the inspections carried out in the private sector, additional hours were not paid according to the law.^[20]

In practice, working hours in many sectors, especially in the private sector, routinely exceed the legal limit of 40 hours per week. In national terms, according to the Labour Force Survey (2024), the average actual weekly working hours for employees in Albania is estimated at approximately 41–42 hours per week, regardless of sector. While this figure reflects the aggregate labour market, the Working Conditions Report (2024) shows significant deviations: around 27% of private sector workers report working more than 48 hours per week, and in high-pressure sectors such as construction, production, and certain service industries, working hours frequently reach 55–60 hours weekly.^[21]

3.3. Other important issues

Despite legal improvements, compliance with legal working hours remains one of the biggest challenges of the labour market in Albania.^[22]

A serious problem is the under-the-table payments for overtime, where employers record only the minimum wage and give the rest in cash, avoiding tax obligations and social security contributions.^[23] This practice violates not only public revenues, but also the rights of employees to health insurance, pension contributions and legal protection.

In conclusion, despite the relatively advanced legal framework, the real duration of work and compliance with the norms on working hours, leave and overtime pay remain far from European standards.^[24]

4. STABILITY AND SECURITY OF WORK

4.1. Information on stability of work

As of 2024, the distribution of employment contracts in Albania can be summarized as follows:^[25]

• About 44% of employment contracts in Albania are for an indefinite period. This rate reflects a trend toward more stable, long-term employment as the Albanian labour market continues to evolve.
• Fixed-term contracts account for approximately 36% of employment contracts. These are commonly used for specific projects, seasonal work, or temporary needs within various sectors.
• Temporary agency workers make up around 10% of the workforce. This segment is used to meet short-term labour demands and provides flexibility for both employers and employees.

These figures reflect the average estimated distribution for 2024, consistent with INSTAT’s Labour Force Survey trends and national employment patterns.

4.2. Information on security of work

The Labour Law of Albania outlines a clear procedure for terminating employment relationships. There are two main methods:

• Reasonable Cause: When an employer terminates an employee for a reason deemed “reasonable” (such as serious misconduct, breach of contract, or other substantial reasons), the employer generally does not need to provide advance notice.
• Specific Circumstances: If the termination is for a reason not considered to be reasonable or involves situations like layoffs or downsizing, the notice period would be required as specified by the contract or labour regulations.
• Termination of contract providing advance notice: In case the termination of employment contract is due to economic reasons or organizational changes. In this case the advanced notice depends on the period of employment. If the period of employment is up to 6 months the notice period should be no less than 2 weeks. If the period of employment is from 6 months to 2 years, the notice period should be no less than 1 month. If the period of employment is from 2 to 5 years, the notice period should be no less than 2 months. If the period of employment is more than 5 years the notice period is no less than 3 months.

• Employment Contract Terms: The specifics of notice periods and severance pay can sometimes be detailed in individual employment contracts or collective agreements, which may provide more favourable terms than the statutory minimums.
• If the employee is a union leader, the employer must obtain the union’s consent for possible dismissal.

Unemployment Benefits:

• Unemployment benefits are not provided if the dismissal is for justified reasons by the employer or if the employee resigns voluntarily. Unemployment benefits can be provided for up to 12 months, depending on the length of employment.

4.3. Other Important Issues

A key issue remains the adherence to legal procedures regarding termination of employment. Generally, employers fail to comply with the procedures for termination with notice for employees. They often refuse to pay severance benefits, which are legally mandated at half a month’s salary for each year of full-time employment, provided the employee has worked for the company for over three years. Additionally, employers frequently disregard the requirement to notify the union when dismissing union representatives.

Additionally, employers often fail to comply with the collective redundancy procedures outlined in the Labor Law.

Compensation awarded by courts for unlawful dismissal remains relatively low, reducing the deterrent effect and weakening workers’ protection. Overall, while the legal provisions regulating job stability and security are broadly aligned with international standards, their enforcement remains weak, contributing to the overall precariousness of employment in Albania.

5. EQUAL OPPORTUNY AND TREATMENT

5.1. Information on the National Anti-Discrimination System

Albania has built a comprehensive legal framework for protection from discrimination, based on Law no. 10221/2010 “Protection from discrimination”, which has been partially aligned with Directive 2000/78/EC of the European Union. This law prohibits any form of discrimination on grounds related to gender, race, colour, ethnicity, gender identity, sexual orientation, age, disability, political, religious or philosophical beliefs, economic, social or educational status, and any other cause that violates equal treatment in employment.

In line with this law operates the Commissioner for Protection against Discrimination (KMD), an independent body with the mandate to monitor, investigate and impose measures against discrimination.

According to the KMD’s annual report for 2024, a total of 154 complaints were reviewed, of which 32% are related to discrimination in employment relationships, mainly due to gender, age and health status.

However, the main challenge remains the effective implementation of the Commissioner’s decisions. Only about 40% of its decisions are implemented in practice, due to the lack of binding sanctions and effective punitive mechanisms.

Additionally, victims of discrimination are often reluctant to complain, due to fear of losing their jobs or lack of trust in the judicial system.

Protection against discrimination in employment is specifically addressed in Chapter 2, Articles 12 to 16 of the Law on Protection from Discrimination. These legal provisions clearly outline the prohibition of discrimination in employment, including in job announcements, recruitment, selection of employees, and treatment in the workplace. A major issue remains the practical implementation of the law, especially the enforcement of decisions by the Commissioner for Protection from Discrimination, the process of proving discrimination, and the pursuit of legal processes to their conclusion.

5.2. Information on the National Gender Equality System

The Labour Law, along with specific laws, clearly prohibits discrimination based on gender.

Since the implementation of this change, an increasing number of men are taking parental leave. According to data from the Institute of Social Insurance, in 2022, 849 men took parental leave, while up to September 2023, the number was 327.

Termination of employment while an employee is on maternity or adoption leave is deemed invalid.

Gender equality in employment and public life remains a strategic objective for Albania, foreseen in Law no. 9970/2008 “On gender equality in society” and in the National Strategy for Gender Equality 2021–2030.

Meanwhile, a new law on gender equality is expected to be adopted in the future, which is part of a consultation process. This legal framework has been harmonized with the Convention on the Elimination of All Forms of Discrimination against Women (CEDA) and with the EU Directive 2006/54/EC on Equal Opportunities in Employment.

With the amendments made in 2015, the Labour Law also addressed parental leave, stipulating that parental leave, after 63 days from childbirth, is equally entitled to both the mother and the father. This change represents a step towards greater gender equality by ensuring that both parents have equal rights to childcare leave.

5.3. Information on the Effects of the Anti-Discrimination System

Despite legal advances, women’s participation in the labor market remains low. In 2024, the participation rate of women in the labor force was 58.3%, compared to 76.5% of men.^[26] Women are mainly concentrated in lower-wage sectors (education, social care, textiles, agriculture), leading to a persistent structural gender pay gap.

According to the latest INSTAT data, the unadjusted gender pay gap in Albania stands at 13.6%, up from 6.2% in 2022.^[27] This widening gap reflects structural patterns in the labour market, where men are overrepresented in high-paying and high-growth sectors such as construction, ICT, and transport, while women remain concentrated in low-paid sectors including education, social care, agriculture, and textiles. Unequal distribution of part-time and seasonal work, combined with persistent informality among women, continues to reinforce income disparities.

INSTAT data (2024) on the Gender Inequality Index (GII) show a slight increase to 0.055 from 0.060 a year ago, reflecting improvement in some social indicators such as education and political participation.

However, economic inequalities continue to be significant. The average salary of women in Albania is about 14% lower than that of men in the same job positions.^[28]

5.4. Other Important Issues

Although existing laws on protection from discrimination and on gender equality are in line with international standards, practical implementation remains partial and often formal.

In conclusion, in order to strengthen equal treatment and equal opportunities at work, it is essential that institutional mechanisms become more proactive, and that social dialogue systematically includes gender and non-discrimination issues as part of collective labor agreements.

6. SAFE WORK ENVIRONMENT

6.1. Indicators of providing adequate measures for protection and safety of workers

Occupational safety and health remain among the most sensitive challenges of the labor market in Albania. Despite legal and technological improvements, the number of workplace accidents continues to be high.^[29] According to official statistics from the State Labour Inspectorate for 2024:^[30]

• number of workers who lost their lives at the workplace: 27 workers;
• number of killed workers per 100,000 workers in 2024 was 2.6;
• number of workers who were injured at work: A total of 146 accidents.

The sectors with the highest risk for accidents are:

• Construction, with 39% of total accidents.
• Manufacturing and garment industry, with 22%.
• Transport and logistics, by 15%.

In the first quarter of 2025 36 accidents have already been registered, including 5 fatalities.

In general, the situation remains problematic due to the lack of protective equipment, the non-compliance with mandatory treatments and the lack of a safety culture in the workplace.

6.2. Arrangement of the occupational health and safety system

The basic law regulating this area is Law no. 10237, dated 18.02.2010, “On safety and health at work”, which approximates the EU Directive 89/391/EEC and its implementing acts. In 2024, several supplementary bylaws were adopted, aimed at strengthening employers’ responsibilities and standardizing inspection procedures.

The introduction of a new digital inspection system in 2024 has significantly increased transparency.

According to the 2025 report of the PHI, the number of inspected entities increased to 10,532, with a coverage of 228,000 employees, while the number of active inspectors remained almost unchanged at 95 inspectors.

This means that the inspector/employee ratio is still much lower than the standard recommended by the ILO, 0.9 inspectors for every 10,000 employees.^[31]

Regarding occupational medicine, the lack of academic specializations dedicated to “occupational doctor” remains an important problem.6.3. Other important issues

Several notable issues require attention within the context of workplace health and safety:

• Risk-Based Inspection Planning:

• Positive Developments: It is recommended that 83% of inspections are planned based on risk assessments. This proactive approach ensures that resources are allocated efficiently, focusing on areas with higher risk levels.
• Digital Systems: The use of digital systems such as the Matrix of Penalties (MPS), Risk Analysis System (RAS), and e-Inspection have enhanced transparency and efficiency in the inspection process. These tools allow for real-time monitoring and facilitate inspections in the presence of the inspected party.

• Challenges:

• Vacancy Fulfilment: There is an ongoing challenge in filling vacancies within the Inspectorate. Increasing the number of field inspectors is crucial to ensure comprehensive coverage and effective oversight.
• Interinstitutional Collaboration: Enhanced cooperation between institutions is necessary to address overlapping responsibilities and improve overall effectiveness in managing workplace safety and health.

• Accountability Issues:

• Criminal and Civil Liability: There is a significant issue concerning the lack of criminal and civil liability for those responsible for workplace accidents, particularly in cases resulting in fatalities. Strengthening legal frameworks to ensure accountability and appropriate penalties is essential for deterring negligence and enhancing safety standards.

• Occupational Medicine:

• Specialist Qualification: A major problem in occupational medicine is the lack of specialised training for occupational physicians. This specialisation is not available at universities or academic departments, resulting in occupational physicians often being general practitioners or having other specialisations. Improving the availability and quality of specialised training in occupational medicine is critical to ensure that medical professionals are adequately prepared to address workplace health issues.

Addressing these issues effectively can significantly improve workplace health and safety standards, leading to better protection for workers and enhanced compliance with regulatory requirements.

7. SOCIAL SECURITY

7.1. Adequate amount of workers’ pensions

Here is a summary of the most recent data available for pensions and related metrics in Albania:^[32]

• as of 2024, the minimum pension in Albania is approximately 20,000 ALL per month (cca. 198 €). This amount can vary based on specific circumstances and changes in policy;
• the average monthly pension in Albania is approximately 32,500 ALL (cca. 323 €). This average includes all types of pensions and reflects slow but positive nominal growth driven by indexation and demographic shifts;
• the median pension amount is not always distinctly reported separately from the average pension. However, it is generally lower than the average pension amount and is estimated to be around 27,000 ALL per month (cca. 268 €);
• if we take into account the living wage calculation of the global network Clean Clothes Campaign (cca. 1004 € for Albania), the ratio of the living wage to the minimum pension is roughly 1:5.1 (the minimum pension covers 19.7% of the living wage), and living wage to the average pension is roughly 1:3.1 (average pension covers 32.2% of the living wage).

Number of Employed Pensioners

• The number of employed pensioners in Albania is estimated to be around 12,000 to 18,000. They represent a small but significant portion of the total pensioner population. This number represents roughly 6-8% of the total number of pensioners.
• The increase is linked to labor shortages in certain sectors and the 2023 changes enabling pensioners to work without reducing pension benefits.

Number of Elderly Individuals Not Receiving a Pension

• As of the latest data, approximately 15% of elderly individuals who have reached retirement age do not receive any form of pension.
• Causes include: insufficient contribution years, long-term informality and irregular employment histories.

These numbers offer a snapshot of the pension landscape in Albania and reflect the ongoing challenges and adjustments within the country’s social security system.

7.2. Other Important Issues

According to the Social Security Institute (ISSH), at the end of 2024:

• 739,100 persons are active contributors.^[33]
• The number of beneficiaries of the pension scheme reached 680,200, maintaining the ratio of 1.09 contributors per pensioner – well below the long-term sustainability standard of 1.8–2.0.^[34]
• pension expenditures accounted for 10.7% of GDP, while income from contributions accounted for only 7.1%, creating a stable structural deficit.^[35]

The reform undertaken in 2015 brought medium-term stability, but its effects are fading due to the rapid increase in life expectancy and the emigration of young people.^[36] In 2025, the average life expectancy at birth is 78.6 years, while for women it is 80.2 years, which increases the financial pressure on the public scheme.^[37]

Social Pension

The social pension is a benefit granted to every Albanian citizen who has reached the age of 70, has had permanent residence in Albania for at least the last five years, does not meet the conditions for any type of pension from the mandatory social insurance scheme, and has no income or whose income from any other source is lower than the income provided by the social pension.

The amount of the social pension for individuals with other sources of income will be the difference between the social pension and the individual’s other income.

The criteria, procedures, and documentation for the social pension are determined by a Decision of the Council of Ministers.

For the year 2023 social pension estimated 9,200 ALL (cca. 91€).

Childbirth Benefit

The benefit for each newborn child will be an amount equal to 50% of the minimum monthly wage, as approved by the Council of Ministers, at the time of the birth of the right.

Death Benefits (Death Grant)

The payment for a death case of a family member is equal to 50% of the minimum wage at the national level.

Unemployment benefit

According to the data of the National Employment and Skills Service, during 2024 about 25,400 people benefited from unemployment payments, with a monthly average of 13,500 ALL (cca 134 €). Although the number of beneficiaries has decreased by 11% compared to 2023 (due to the increase in formal employment), the benefit amount remains too low to cover basic living needs.

8. SOCIAL DIALOGUE, EMPLOYERS’ AND WORKERS’ REPRESENTATION

8.1. Basic data on effects of social dialogue and collective bargaining

Social dialogue in Albania is primarily tripartite and structured at two levels: national and regional.

National Level:

The national level is exercised by the National Labor Council, which includes 10 of the most important representatives of employee trade unions, 10 of the most important representatives of employer organisations, and 7 of the most significant ministers of the government. They meet periodically to discuss the most important economic and social issues affecting employers and employees. This body’s mandate is renewed every 3 years, and its work is directed and coordinated by the Ministry responsible for labour. In practice, its role has remained formal due to the lack of will from government representatives and the inability of employee and employer representatives to assert themselves and exert the necessary pressure. Specifically, the National Labor Council held only one meeting in 2023, and no meetings occurred in 2024. Since 2019, Albania has not had a dedicated Ministry of Labour; labour issues are covered by the Ministry of Economy, Culture, and Innovation.

Regional Level:

Social dialogue at the regional level should be exercised by regional tripartite consultative councils, which consist of representatives from regional employee trade unions, regional employers, and regional institutions. This structure was foreseen by changes to the Labour Law in 2015 and was supposed to come into effect within 6 months of the changes to the Labour Law. However, as of 2024, this structure has still not been constituted.

Trade Union Organisation:

Regarding trade union organisation, there are two main confederations: the Confederation of Trade Unions of Albania and the Union of Independent Trade Unions of Albania, which have existed since 1991. In recent years, a considerable number of independent trade union organisations have emerged, uniting one or more sectors and representing employees in these sectors. This includes trade unions active in education, public services, industrial sectors, etc.

According to trade union data, the percentage of employees organized in unions in 2024 is around 17%, a level that places Albania among the countries with low union coverage in the region (compared to 32% in North Macedonia and 26% in Montenegro).^[38]

Collective Bargaining Coverage:

In 2024, about 70 collective labor agreements were active nationwide, covering about 64,000 employees, while in the public sector these agreements cover about 85% of employees.

In the private sector, coverage remains only 10–12%, with a significant concentration in industry and transport.^[39]

8.2. Additional information on social dialogue bargaining

According to representation indicators for trade unions and their groups, it is observed that the most represented unions nationwide are those in the education sector.

On the other hand, violations of the right to trade union organization remain problematic.

There are cases of employer pressure on employees seeking to form unions, as well as non-compliance with paid leave for trade union activity in some large private companies.

In this regard, Albania has made some steps forward, but structural problems remain:

• Fragmentation of trade unions – there are over 180 registered trade union organizations, many of them with minimal membership, which weakens the unity of representation.
• Lack of technical capacities – trade unions often do not have professional staff for collective bargaining or analysis of labor market policies.

These cases show that, although the law guarantees freedom of organization, practical implementation is still fragile.

8.3. Other important issues

• There is no general national collective agreement.
• Collective agreements are primarily sectoral, especially in the public sector, such as education and healthcare and are heavily influenced by the employer. There are cases, particularly in construction, manufacturing, and other sectors, where although collective contracts exist, employees have no information about them.
• A key characteristic of social dialogue is that it is weak, underdeveloped, and rarely notable. This is due both to the passive role of government institutions and the lack of proper organisation among social actors. Initiatives for organisation in sectors such as call centres, mining, manufacturing, and oil have been forcefully suppressed by employers, despite the costs involved, and almost in every case, the main initiators of these efforts have been dismissed from their jobs.

This research was supported by the European Fund for the Balkans (EFB). The content is the sole responsibility of the author, and does not necessarily reflect the views or positions of the European Fund for the Balkans.

Production of this document was supported by Rosa Luxemburg Stiftung Southeast Europe with funds of the German Federal Foreign Office. This publication or parts of it can be used by others for free as long as they provide a proper reference to the original publication. The content of the publication is the sole responsibility of the Centre for the Politics of Emancipation and does not necessarily reflect a position of RLS.

[1] See: https://qbz.gov.al/preview/c1c18a6c-5f3e-457d-b931-de505b3c7ed0

[2] See: https://qbz.gov.al/eli/ligj/2003/07/29/9125/07caca3c-59e1-4025-aca4-a68fea640bd5

[3] See: https://qbz.gov.al/eli/ligj/2013/05/30/152-2013

[4] INSTAT: https://www.instat.gov.al/en/themes/labour-market-and-education/employment-and-unemployment-from-lfs/

[5] Structure of employment by economic sectors, Annual Report 2024, INSTAT: https://www.instat.gov.al/en/publications/books/2025/labour-market-2024

[6] INSTAT: https://www.instat.gov.al/en/themes/labour-market-and-education/employment-and-unemployment-from-lfs/

[7] INSTAT, Structure of employment by economic sectors, Annual Report 2024.

[8] Population and Housing Census 2024, INSTAT: http://www.instat.gov.al/

[9] Analysis of methodology of informal employment, 2024, INSTAT: http://www.instat.gov.al/

[10] Labour Force Demographic Report, 2025, Ministry of Finance and Economy.

[11] Living wage costs calculations (for year 2021) according to the research of Clean Clothes Campaign can be found here: https://cleanclothes.org/campaigns/europe-floor-wage

[12] INSTAT, Salary Structure by Economic Sectors, 2025.

[13] OECD, Analysis of Productivity and Wages in the Western Balkans, 2025.

[14] INSTAT, Economic Report on Household Income and Expenditures, 2025.

[15] INSTAT, Labor market analysis by age groups and genders, 2025.

[16] National Labor Council, Report on Work Quality and Informality, 2024.

[17] International Labour Organization (ILO), Report on Southeast Europe, 2024.

[18] OECD, Comparative Analysis on Real and Nominal Income in Albania, 2025.

[19] Income and Living Conditions in Albania 2024, INSTAT: https://www.instat.gov.al/media/gsfl5zlg/silc-2024.pdf

[20] State Inspectorate of Labour and Social Services, Annual Report 2024, Tirana.

[21] INSTAT, National Labor poll (2024), Section on working hours: https://www.instat.gov.al/sq/temat/tregu-i-punes-dhe-arsimi/punesimi-dhe-papunesia/publikimet/2024/anketa-tremujore-e-forcave-te-punes-t4-2024

[22] National Labor Council, Report on the implementation of the legal schedule, 2024.

[23] State Labour Inspectorate, Analysis on informal wages and insurance, 2025

[24] International Labour Organization (ILO), Comparative Report on Working Time Standards in EU and Balkan Countries, 2025.

[25] The latest reports from the INSTAT.

[26] INSTAT: https://www.instat.gov.al/en/themes/labour-market-and-education/wages
NOTE: The 2024 fact sheet contained a data interpretation error, presenting women’s employment rates instead of women’s labour force participation rates, which may create the impression of substantial change when comparing editions, even though no such change occurred.

[27] INSTAT: https://www.instat.gov.al/en/themes/labour-market-and-education/wages/

[28] OECD, Comparative Report on Gender-Based Wages, 2025.

[29] INSTAT, Accidents at Work Report, 2024.

[30] State Inspectorate of Labor and Social Services, Annual Report 2024, Tirana.

[31] PHI, Increasing efficiency and transparency on data collection, Report 2025.

[32] Data from the INSTAT, social security reports, and other official publications.

[33]ISSH, Annual Report on Social Security and Number of Contributors, 2024.

[34] ISSH, Data on pension beneficiaries, 2024.

[35] ISSH, Report on expenditures and revenues from social security contributions, 2024.

[36] World Bank Report on Social Security Reforms in Albania, 2024.

[37] INSTAT, Data on life expectancy and demographic development in Albania, 2025

[38] Confederation of Independent Trade Unions, Membership Report, 2024.

[39] INSTAT, Report on Sectoral Distribution of Collective Agreements, 2024.